A strong moral compass and commitment to Robin Academy's core values of respect, innovation and equality are demonstrated by the senior management team. Every senior manager places the child at the forefront of their decision-making process and above all other factors.

A strong moral compass and commitment to Robin Academy's core values of respect, innovation and equality are demonstrated by the senior management team. Every senior manager places the child at the forefront of their decision-making process and above all other factors.

ROAST wanted to build a people-focused business. To help with this, they created ROAST Houses. Each member of the founding team is a House Captain, with people placed in Gravy, Stuffing, Horseradish, Mash or Cauliflower Cheese. This offers a deeper level of support.

The company's values are Authenticity, Restless Minds, Purpose and Collaboration. These values are lived, not just laminated, and promoted across the business. Monthly meetings reinforce the values and highlight key examples where staff have demonstrated them.

CEO Nigel uses quarterly company meetings to update all staff on company developments, new initiatives and future plans. He also regularly contributes to the weekly 'Despatches' company newsletter. He makes it clear that anyone can contact him directly.

Recently, the entire Gaydon office took part in a day's volunteering at a local National Trust venue where they constructed play equipment from natural materials. All sites get involved with national fundraising activities including Children in Need, Macmillan coffee mornings and St Luke's Hospice.

The Ignite Performance framework focuses on an employee's job role, objective and behaviours. It's a colleague-run process with managers offering support through bi-yearly meetings and monthly one-to-ones, allowing the employee to measure and acknowledge their current performance and work with their managers to improve.

Colleagues are actively involved in shaping Remploy through the Employee Benefits Trust (EBT), the elected ownership council. They use Google Communities for employees to share best practice and have a magazine (Talkability) to keep everyone abreast of developments.

The team works shifts, but they do this at home so they help their work/life balance and don't lose travel time. Reliance are a family-friendly firm and try to offer as much flexible working as possible.

The team works shifts, but they do this at home so they help their work/life balance and don't lose travel time. Reliance are a family-friendly firm and try to offer as much flexible working as possible.

Mitesh fosters an atmosphere of open communication. The firm keeps employees involved in decision-making. There are New-Joiner Breakfasts, one-to-one catch ups and lunches. He does floor-walks in the open-plan office and is always available for discussion.

There's a cycle-to-work scheme and Redington use black-and-white, double-sided printing. They upgrade their PCs every three years and have introduced flexible working. RedSTART is the firm's own charity dedicated to financial education.

Rackspace continued their certification to ISO 14001 (Environmental Management) covering most of the UK operation and installed new, more energy-efficient chiller units. The London team are moving offices, repurposing old furniture and offering surplus equipment to Rackers in exchange for a charity donation.

Leaders get on-demand resources to support their management development. Content includes: Change Management, Leading Dispersed Teams and Gallup StrengthsFinder. They're delivered through online, virtual or classroom training or through articles, tools and job aids on an online portal.

Quarterly bonuses are awarded to all employees based on team performance and company profit. Though these bonuses are not guaranteed and are at Directors' discretion, they are an effective reward for hard work.

A training group includes members from all disciplines. They update a schedule that Quod employees have access to for any training requirements, reviewed monthly. This has improved the amount of training the company can provide as it's easier to book courses.

QA's portfolio of training is vast and staff receive at least 3 days of training per year on any of the courses available. Employees can opt to give one of the three days to a friend or family member if they do not use their allowance.

Each manager is given an induction guide prior to new starters joining with a list of introductory activites to help ease them into the department and organisation.